klone

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Is it typical for them to expect you to use PTO for hours you're not working? Yes. Either that, or go unpaid. Is it typical for hospitals to treat staff like widgets to move around at their whim, with no regard for the fact that people need to make a living and pay their bills? I would say it's not COMMON, but it's not unheard of. It's more typical to see this at for-profit hospitals, or places that don't have collective bargaining. As JKL mentioned, whether it's acceptable to you, and whether the benefits of continuing to work there outweigh these factors, is something only you can answer.

Getting a BSN will not make the ASN "go away". You still have to disclose from which school you obtained your original degree that granted you licensure, every time you apply for a new license. As far as jobs go, that's hard to say. I mean, the people who initially look over your application are just human and particularly if it's in a different state, may not question things. When I look at applications as a hiring manager, I don't even pay attention to the school. I just care about whether you have your nursing license and can easily endorse to my state. However, my organization uses a 3rd party to do background checks, and it might come up during that process. It would most certainly come up when applying to my state's BON for endorsement. I'm sorry you're in this situation.

How far away do you live from a city (like, greater than 50,000 people)? What state do you live in?

Agree with Lunah. If you are not providing patient care, then it's unlikely you need to be licensed in multiple states. In fact, is licensure REQUIRED to do what you're doing (not referring to what the company's stated job requirements are, but legally)? Typically, chart reviews don't REQUIRE licensure, simply the expertise that generally comes with licensure.

How does one get 20 daisy awards in 6 months? LOL

A shadow experience is not working. Shadowing is not interacting with patients, it's literally SHADOWING. If you trip and fall, it would be the same as if you were there as a visitor and you tripped and fell. I'm surprised you do not see the value of it. Don't you want an opportunity to see "behind the curtain" of a potential workplace?

W T F. You should find a job elsewhere. The level of disrespect is breathtaking.

She's forcing her to resign, or she's firing her? How does one force someone to resign? What if she declines to resign?

Unfortunately, with only 5 months of employment you do not qualify for FMLA. Does your state offer its own protected medical leave? Call your employer's HR/benefits/leave department and ask what your options are for intermittent leave. You may have to quit your job. Working while vomiting every 30-60 minutes is not sustainable. I'm sorry you're having a hard time. The fact that you developed a fever suggests that you actually had an illness, rather than just vomiting due to migraines due to pregnancy. So it's possible that as this illness passes, so too will the migraines and N/V.

MFM clinics are OB specialists that focus on high risk pregnancies. So you would ideally have a foundational knowledge of pregnancy complications and how chronic illnesses could affect pregnancy. I'm not talking about the common complications like pre-eclampsia or GDM. More like higher order multiples, mothers with cardiac disorders, twin-to-twin transfusion, other chronic illnesses that could affect pregnancy like autoimmune disorders, pre-existing diabetes, substance use disorder, HIV.

This is so true. My second formal management position, I only lasted a year. The week I was hired, the small community hospital was bought out by a for-profit healthcare corporation based in Tennessee. I don't know what executive leadership was like prior to that, but in the year I was there, I was incredibly micromanaged by the CEO and CFO, they were constantly trying to trim staffing, to the point where I could not safely staff my unit, requiring me to come in frequently to staff. I have accepted that a somewhat *** work/life balance is part of the job, but this was next level. I was staffing, or at least coming into put out fires, more weekends than not. Like I said, I only lasted a year in that role, and then left to do interim leadership work for a few years, where I could be less emotionally invested in what I was doing.

Yep, AHA requires that BLS also have a hands-on skills portion.

So in answer to your question - no, obviously. A certification in high-risk obstetrics is not required for a nurse to take care of these patients. That is why they work in tandem with an ICU nurse - so that these patients' conditions (both their pregnancy, as well as their condition that deems them high risk) can be safely managed.

There currently isn't any high-risk OB certification. However, one is in development and we hope to roll it out possibly in 2025.

No, the process has not changed; I'm sorry youve had two bad experiences. When I interview, I always let them know next steps, and when they should be hearing back from either me or HR, and I invite them to reach out to me directly if they have any questions.

I have been a nurse manager for 8 years. It definitely has its headaches, and sometimes I wish I could just go in, work my three 12s, and clock out and not ever have to think about work when I'm not there. It's definitely the HARDEST job I've ever had. Nevertheless, I love what I do. I look forward to going into work in the morning. I enjoy solving puzzles and problems. I enjoy getting to know the staff on the unit and doing a small part in helping to make THEIR jobs and lives more enjoyable. I am really good at what I do and at being a leader, and knowing that gives me satisfaction, even though some days I still feel like I failed. I would guess that I'm probably in the minority of those in management. But that might be why I'm good at it, because the nurses see that I love what I do and I'm fully invested in them and the department. I do spend about 50 hours/week at work and get paid for 40. I also check my work emails regularly in the evenings and weekends and respond to texts from nurses when I'm at home. So the work/life balance is definitely less than that of a bedside nurse.

Agree, JKL. That would not negatively influence my opinion on a candidate if they weren't involved in committee work. Everyone has different things happening in their lives and a lot of people can't/don't want to commit to extra stuff. As long as they show up when they are scheduled to work, and do a good job when they're there, that's mostly all I personally care about. There will always be those who want to do extra, and I appreciate them, but I also know that not everyone can or wants to.

I would have no idea as a hiring manager if you have a worker's comp case from a previous employer. As long as you're physically able to do the job, that's all that matters.

I was going to respond when you first posted, and then I came back to it and see others have said what I was going to say. Med/surg would not pigeonhole you or make you unmarketable. In fact, as a hiring manager in L&D and M/B, I love an experienced med/surg nurse. I will echo what others have said that it's probably your resume, and/or your interviewing skills (if you've gotten to an interview yet). Also, DO NOT UNDERESTIMATE a well-written, TAILORED cover letter. In my current job, I review about a dozen applications a week. Unfortunately, only about 25% of applicants actually have experience in the specialty. For those who don't, the very next thing I look at/look for when reviewing candidates is a cover letter. Generally, if there is no cover letter, or if the cover letter is generic (I can tell they have used the same cover letter to apply to positions in L&D, NICU, SICU, ED) I will set them aside and focus on the ones who actually wrote a cover letter talking about why they want to work in MY unit.

This is funny. I can tell you, NOTHING I learned about how to be a good supervisor/manager/leader was from my MSN program. In fact, I've known many LPNs who make better managers than RNs I've met. The manager that I admire the most, that I've learned the most from about motivating people and creating excitement about the workplace, wasn't an RN at all, but I think had an MHA. OP, sounds like yours is a toxic environment, and it sounds like maybe you are part of the problem.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5735741/#:~:text=Therefore%2C the intravenous route is,vitamin K in clinical practice.

Some hospitals already have programs like that in place that you must apply into (University of Colorado Hospital Anschutz had a program like that when I worked there back 10-15 years ago). Most places are not going to just agree to do that if you ask them. Instead, they will tell you about their tuition reimbursement program for existing employees.

If it's a requirement to proceed with the hiring process, what is your other option? Funny story - I just started a new nurse manager job at a fairly prestigious teaching facility on the west coast. They paid to relocate me across the country, gave me a very generous sign-on bonus, everything. On my second day on the job, I got a call from HR that my references never all went through (she had been on vacation for the 2 weeks leading up to my start date). All of my references responded except the ONE that was absolutely required for the position (my supervisor from my most recent job). And I was told that I NEEDED to have that supervisor reference on file or I could not continue. After being ghosted by that supervisor, I had to track down the person who had originally hired me, and had moved on from the organization 4 months later. Luckily, we were friends on LinkedIn and he responded right away and said he'd be happy to fill out a reference for me. Anyway, moral of the story - if they say they need a reference from your most recent supervisor, then that's what you need to do. Also, that's part of the job of a supervisor, so you shouldn't feel bad about asking for it.

No. When I pull a medication from Pyxis, I look at the label of the medication. Every single time. If you don't, you shouldn't be a nurse either.